Quiet Quitting

According to Gallup’s global workplace report for 2022, only 9% of the UK workforce are engaged or enthusiastic about their work. And meanwhile, the trend of Quiet Quitting is gaining momentum.

But is it simply the setting out of healthy boundaries by overworked employees to avoid burnout? Or is it a sign that huge swathes of people are not finding meaning in their work, so are just going to do the bare minimum to get by? And what can employers do about it?

This is a contentious subject but there is truth in both arguments.

For too long employees have been expected to deliver more than they are contracted to, often for very little recognition. The balance of power has been heavily weighted in the employer’s favour and is now being redressed.

On the other hand, when work is fulfilling and enjoyable, people naturally want to do their best and give as much to it as they can. That’s good for everyone involved.

We hear so much about work life balance, and a big part of that is actually liking what you do and feeling valued for your full contribution (not just your units of productivity or the visible time spent at your desk).

So it’s a complex subject, but a lot of it comes down to communication and respect.

My advice to organisations is to talk to your employees - and listen with an open mind. What is causing unhappiness and disconnect? How can these things be addressed? How can you offer more rewarding ways of working that don’t infringe on people’s private lives? How can you help individuals find roles they will love, if their current ones aren't making them happy?

How you deal with this growing trend will speak volumes about your brand and your organisational culture.

For an extension to this, I highly recommend checking out McKinsey’s recent article about the five employee personas and how to build an Employee Value Proposition to attract each - you can find a link to it in my last blog post.